On September 13, 2024, the MOSES MassDOT Collective Bargaining Committee reached a tentative three-year Agreement with MassDOT which covers the period from July 1, 2024, to June 30, 2027. This proposed agreement is subject to ratification by MassDOT Unit E employees and the MassDOT Board of Directors. The funding is then subject to approval by the Massachusetts Legislature.
The ratification vote will take place by mail. A packet of information on the contract is being mailed to MassDOT represented employees’ home address in a large manila envelope. Please keep an eye out for the materials. When you receive the information, mark your ballot, and carefully follow the “Ratification Instructions” to make sure your ballot will be verified. Mail your ballot promptly to ensure your ballot is received by the deadline of October 4, 2024. Ballots will be counted on October 4, 2024, and the results will be posted on the MOSES website. A Zoom webinar will be provided to view the vote counting-details to follow.
A copy of the signed Memorandum of Understanding is posted on the MOSES website and can be viewed by clicking here.
A summary of the proposed changes is listed below:
Article 12 – Proposed salary increases:
1. Effective the first full pay period in January 2025, employees who meet the eligibility criteria provided in Section 2 of this article shall receive a three percent (3%) increase in salary rate.
2. Effective the first full pay period in July 2025, employees who meet the eligibility criteria provided in Section 2 of this article shall receive a two percent (2%) increase in salary rate.
3. Effective the first full pay period in January 2026, employees who meet the eligibility criteria provided in Section 2 of this article shall receive a two percent (2%) increase in salary rate.
4. Effective the first full pay period in July 2026, employees who meet the eligibility criteria provided in Section 2 of this article shall receive a two percent (2%) increase in salary rate.
5. Effective the first full pay period in January 2027, employees who meet the eligibility criteria provided in Section 2 of this article shall receive a two percent (2%) increase in salary rate.
NOTE: Section 2 above relates to Overall EPRS Ratings.
2B Probationary Period: allowing a one-time 90-day extension and allows for a shorter extension for approved leave; moves existing language from Article 23, Section 23.1 to Article 2B
5.1 Union Representation: providing MassDOT with a list of union officials
7.2.J Overtime: accumulation of compensatory time capped at 90 hours
7.6 Stand-by Duty: increases stand-by pay from $17.50 to $35.00
7.7 Shift Differential: increases 2nd & 3rd shift differential from $2.00 per hour to $3.00 per hour
7.8 Weekend Shift Differential: new section creates $1.00 per hour for weekend differential
7.9 Bilingual Differential: new section creates a differential of $80/bi-weekly per pay period for employees authorized to provide bilingual services as a significant component of their job
8.1 Sick Leave: adds domestic partner to list of family members an employee can use their accrued sick leave to care for; adds to category of acceptable providers of satisfactory medical evidence; increases the number of days to provide satisfactory medical evidence from 7 to 10 days
8.3 Bereavement Leave: adds 7 days for domestic partner, child of domestic partner who lives in the household, and foster child; adds 4 days for parent or child of domestic partner; adds 1 day for aunt, uncle, and grandparent or grandchild of employee’s domestic partner
8.5 Civic Duty Leave: court leave shall not apply to employees who testify as part of their regular work responsibilities
8.6 Military Leave: shall be granted in accordance with State and Federal Law
8.7.A Family Leave: an employee in their probationary period may now use their 10 days of paid family leave to bond with a child in advance of eligibility
8.7.B Medical Leave: an employee may use up to 60 days of their FMLA allotment intermittently to care for their spouse, child, or parent; an employee may use up to 100 days of their FMLA allotment intermittently if the absence is due to their own serious health condition; defines a benefit year
8.13 Paid Family Medical Leave: new section clarifies employee may elect to use leave accruals only vs. utilizing a paid benefit from the DFML; incorporates language from M.G.L. Chapter 175M, the PMFL Law, regarding the average weekly wage and overpayments
10.5 Holidays: compensatory time earned when working holidays will now be added to the regular compensatory hours bank and removes the need to use those holiday compensatory hours within 60 days
11.1.A Employee Expenses: increases mileage reimbursement from $0.40/mile to $0.62/mile
11.1.D Employee Expenses: new section that creates a public transit reimbursement of up to $150/month (Excluding Parking)
11.2 Employee Expenses: doubles the meal money
11.3 Employee Expenses: doubles the breakfast/lunch/dinner/snack reimbursement rates
12.5 Salary Rates: new calculations for promotions and an increase to the promotional factor; clarifies what a demotion is and how to calculate an employee’s new salary rate as a result of a demotion
12.8 Salary Rates: new language that clarifies how to calculate the salary rate for employees not currently covered by this Agreement who are being transferred, promoted, or demoted into a position within a bargaining unit covered by this Agreement
13A.5 Mutual Aid: adds compensatory time to the list of time that can be donated to Mutual Aid
23A Grievance Procedure: updates to timelines
30 Duration: the Agreement shall be for a 3-year period from July 1, 2024, through June 30, 2027
32 Wage Re-opener: the right to re-open negotiations and bargain economic increases in this Agreement if another Executive Branch Bargaining Unit has an Agreement with economic provisions/increases in excess of those contained in this Agreement
MOU-For the Parties to continue discussion on the following issues: Employees who are authorized to use their personal automobile for travel related to their employment; Employees who are working a second, third, or weekend shift; and Employees who receive supplemental duty pay.
The Collective Bargaining Committee has determined that this is the best offer that could be obtained from MassDOT. Therefore, we recommend that you approve the tentative agreement.
If you have any questions on the proposed changes, please use the contact us button on the MOSES website to send a question. Please remember to mail your ballot promptly so it is received prior to the deadline.
In Solidarity,
Patrick Russell, President
MOSES
The MOSES MassDOT Collective Bargaining Committee:
Allen Bondeson, co-chair
Nick DelVento, co-chair
Patrick Russell, ex officio
Tom Prendergast
Robert Fitzgerald
Carmen Ramirez
JP Telemaque
Mark Spinale
Mike Epstein
Linda Walsh
Pat Finn |
